Employee Motivation Strategies

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Employee Motivation Strategies

Employee motivation strategies are useful ways of keeping the morale of your workforce high at all times. Motivating your employees will not only give you an excellent output, but help in growing your company too.

After all, your business runs because of them. They are the spinal cord, the life line, the very breath that gives you the birth, life, and death in the commercial world. Yes, they are your precious employees. Whether you like it or not, the fact remains, that no business is a one man’s show. It’s a collective effort, just like the one you have to put in, to build a happy home. Work pressures, cultural and linguistic differences, obvious discouraging factors, poor wages, lack of facilities, and considerations are some of reasons why your company may be facing a high attrition rate or worse, dwindling in a bottomless pit of negativity.

Encouraging your employees, making them an integral part of your company, respecting their contribution, and looking after their needs are some of crucial aspects of getting remarkable results from them. Let’s see some employee motivation strategies that you can use to make the most of the indispensable human resource.

Employee Motivation Techniques and Ideas

Let’s Talk Money

If you want the honey to roll in, money and monetary rewards are the best employment motivation strategies. If you are increasing the work pressure on your employees, if you expect them to deliver more, if you want your employees to work on holidays, if you want your employees to put in extra hours of work everyday, then what are they getting in return? Money! If money can’t buy love, it will surely buy you extra hours of work and productivity from your employee.

Be the Judge

Not every employee is the same. Some employees inherently have the capacity to do more, some don’t, some walk the extra mile, while some just don’t. Thus, as an employer, you are the leader, the reason, and the source of inspiration for your employees to work. Judging the performance of your employees and designing rewards accordingly, will motivate your employees to do more. Praise their work by small parties, reasonable bonuses, planning recreational trips, and personally patting their backs once in a while. This is where you need to start thinking about performance appraisals. But what happens when some employees don’t perform? Do you give up? No you don’t!

Recognize Their Talents

Giving up on your employee, is firstly your failure to spot the talent. Your recruitment process should be such that, every aspect of a person’s talents must be highlighted. This will come to you if you have a keen eye for knowing the human resource. Anyway, every employee, in small or a big way is always contributing. It’s your test to recognize the talent of your every employee, keeping a track, and enhancing their productivity. This is specifically applicable in creative fields. Arranging for 2-3 out-of-the-box-management-programs, or employee training programs are good ways of breaking away from the monotony to unleash their minds.

When Everything Fails

When your employees are at their worst best, when most of your employees are resigning, when the performance of your company is worth a garbage dump, what do you do? Didn’t you think of this when you started the company in the first place. Here’s a suggestion: break all the rules. It goes like, ‘Immediate boss is the reason people stay and thrive in an organization. And he’s the reason why people leave. When people leave, they take knowledge, experience, and contacts with them, straight to the competitors. Mostly managers drive people away.’ Think about it, Dear Boss. There’s something fishy going on if your employees are unhappy. All you need to do is to win their trust and hear your employees out.

Your employees will not be discouraged at the first blow, however, he/she will directly quit at the 100th one. In the meantime, the 99 blows will go ignored, until it wakes up from a dream to show you the harsh reality of unbearable working conditions. When employees leave, they take away important contacts, experience, and trust me a worthwhile human resource too. An effective leader is the who can lead his people to glory and glories after that. Not the one who sits and demands work in bargain for respect. To conclude, I advise you to, lead the people and not just run a company.

upset business team in office

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